Since the New Year began, I’ve had more then on email along the following lines:
“Chris
What would your thoughts and actions be if a member of your team were to post on Facebook that they can’t wait to start their new job?
Wish I could think of something really clever to add as a comment.
Should also add she is going because she can’t hack the pace, my team don’t like her and she has had an informal warning; not the type of nurse I would want.
However…… the comment does nark me somewhat”
and my initial reply:
“Morning
Funny you should mention that – because its the second time in a week that this has come up.
I reckon a good subject for a blog post – don’t you?
When I joined IDH it was made very clear that any references to them were to be avoided in my e-scribbles – ezine, blog, Facebook, Twitter, Linkedin – not because they have anything to hide but because that’s commercial confidentiality – and I agree with that.
CLICK HERE for an interesting view.
My take on this is that, in future, all employment contracts should include a clause that prohibits sharing confidential information, including any comment that could bring the business into disrepute or damage the businesses reputation with suppliers, existing and future customers or existing and future employees.
In the absence of such a clause – nothing much you can do – expect post back that you appreciate how she feels.”
and the client responds:
“I do have pretty clear guidelines for employees and they each have a copy
one such clause being
Employees are required to take all necessary steps to safeguard the
practices public image and preserve positive relationships with its
customers, clients and members of the public.
I perhaps need to make this more specific.
I personally cannot believe any one would be dull enough to put a comment
on a site, can’t help their current employment or future employment but
there we are”
I am one of the 300m+ people who use Facebook (although happily NOT one of the 80m who play Farmville – or any other MMORPG for that matter) – and I have to admit that I enjoy it as a social networking medium – and become increasingly fascinated at the business applications via pages and groups.
But I’ve learned a few lessons along the way:
- don’t “befriend” people you don’t really know – they are probably trying to sell you a coaching programme!
- what you meant when you wrote that and what the other person thought you meant can be very different and troublesome (same goes for emails)
- don’t imagine for one minute that its in any way confidential – people who you don’t want as friends but who want to stalk you – will find a way
- refer back to my blog post on Friday afternoon about the intrusiveness of some sales organisations who are now using Facebook to trawl for you
- finally – don’t be so astonishingly stupid as to update your profile with disparaging comments about your job – or anything/anybody else for that matter
Perhaps a timely reminder of Paddi Lund’s Courtesy System, which still hangs on the wall right next to my desk.
We live in a 24/7/365 global, digital, just-in-time, real-time village – and there is no such thing as a secret.
For the employers reading – perhaps a new clause in your contracts?
RSS 2.0
Email
(@ChrisBKH) (@ChrisBKH) said 
Richard Hughes said 
chas lister said
Take a look at Dan Pink’s new book “Drive – The Surprising Truth About What Motivates Us”
http://www.amazon.com/gp/product/1594488843?ie=UTF8&tag=freeagentnati-20&linkCode=as2&camp=1789&creative=9325&creativeASIN=1594488843
Features tonnes of research and evidence to prove what we instinctively know (yet few employers practice) – that money is note the way to motivate people in the workplace.
As parents, you can’t control what your kids do and say when they leave the family home. All you can do is 1) concentrate on being a good parent and role model and 2) educate them on how to behave. The rest is down to them
The same applies to social media and employees.
You can’t “control” what people say on social media sites. Placing strong words and clauses in employment contracts is all well and good – but the 2 things you should focus your energy and time on is:
1. Being an excellent employer
Chris you write and tweet about poor customer service in hotels and planes. The only way these businesses can control what you write is to invest in delivering better service levels on a consistent basis.
The media expose unethical, dishonest business practices (Toyota) and dishonest behaviour of football stars (Terry and Cole) so easily now and it spreads instantly. But employees are now all part of the media too with ready made platforms to share their content with their own tribe of followers.
So employers with bad employment practices, poor leadership, poor conditions and unethical ways of doing business will be more and more talked about on social media channels in the coming months and year (what we’re seeing now is just the tip of the ice berg)
You can’t control the message but out by people, but you can certainly influence it by the way you run your business and lead your teams
2. Educate them
Educate them on:
- The role of social media in modern business and how it effects THEIR success (salary, bonus, continuity of employment)
- What impact comments on social media sites can have on THEIR future career
- How recruiters and future employers are using Facebook and other sites to learn about potential hires and how an innocent throw away remark or random photo can effect THEM months and years down the line
Once people are tuned to the WIIFM channel (What’s In It For Me) they’ll instantly be mindful of their behaviour online and understand that what they about an employer online tells me about them than it does about an employer